Keka is best hr software for business. The only HR & Payroll software that is employee centric. Unlike traditional HRMS solutions, we are a modern new generation platform focused on user experience and simplifying complex workflows.
greytHR is the preferred HR software for Indian businesses. It automates key areas of HR, payroll management, leave and attendance tracking. With more than 3,800+ highly satisfied customers and managing 3 lakh employee records daily, we understand what it takes to deliver a high-quality software service on a 24 x 7 basis.
HRMantra is the World's most feature rich best HR system helping automate the most complicated of hire to retire HR processes easily using its CRORES of ready to use features. It saves 30 min per emp per day giving over 10 times ROI. 100% project success assured.
HR-One is a simple, intuitive & all-in-one HRMS solution available on cloud & premises. Packed with 12+ modules, you can select any module specific to your needs. Available on Android & iOS, it enables better workplaces & trusted by over 2,00,000 customers across 18+ industries.
Automate your HR process with Zoho people to maximize your most important asset - your people. It is web-based HR and Payroll Management system for small-medium and enterprise businesses. Zoho people is easy to use and user-friendly software with integrates more powerful features.
Beehive's HRMS, a complete web based HR management software can cover the entire life cycle of an employee from recruitment to resignation or retirement. We give you access to the best payroll management software suited for Organizaitons, PF Consultants, CA and other business.
PeopleApex is a multi-country payroll & HRsoftware
PeopleApex is an integrated end-to-end enterprise-level HCM solution, designed to empower the employee with robust employee self-service (ESS) and at the same time provide a holistic view for managers with manager self-service (MSS). It is designed by industry experts having multi-country in-depth HR & Payroll expertise.
Spine is best HR system stores complete records of the employees fulfill most of the Compliances, that takes care of all your requirements relating to management, workflow, and accounting employees.
Kevit Hisoft is simple and intuitive Cloud-based HR Software. It provides HRIS records, leaves and attendance, HR and payroll solutions, expenses, travels making it very easy to manage Human Capital in your organization. Cloud based HRMS Software for maintaining data of the biometric application.
uKnowva is best suited for SMEs and startups as It automates the manual work which increases the efficiency and productivity. It can be customized and also saves huge amount of costs and increases revenues of your company. It has an extension store.
Nitso HR system offers an easy & user-friendly solution for all kind of enterprises. This HR solution takes care of all your requirements relating to management, workflow and accounting employees by providing Employee Information.
sumHR is a modern, charmful, and extremely easy to use HR management system that helps startups and SMEs streamline their HR & payroll processes. It is tension free cloud-based HRMS Software & Payroll software.
A Human Resource (HR) Management Software is an advanced solution that integrates human resource management (HRM) of an organization with its information technology. It is a flexible combination of certain dynamic applications and modern technologies which help to reduce time, effort and cost of various business activities, especially those related to the HR department.
When you incorporate HR Management Software in your business, it not only eases the functional implementation of manual HR operations but also creates better solution strategies for effective business processes on the whole. It integrates the concepts of residual time management and provides for greater productivity and efficiency. Automation of HR Management leads to unparalleled benefits like better resources management and enhanced productivity, thus facilitating better financial standards for the organization. It also provides a great deal of help in various organization functions, which is an excellent time saver. These functions are often distributed in various departments viz:
There are different Human Resource (HR) software available in the market. Based on the size, nature, and type of enterprise, businesses can opt for the most suitable human resource management software. They can also customize an HRMS, according to their specific requirements.
Whether customized or ready-made, business heads must look for the following dynamic features and modules within their HRIS software.
Centralized Database: To start with, a robust centralized database is the key element of an efficient HRMS. It is the pillar on which the entire software system fetches data and provides accurate information. Regardless of any organization, the centralized employee database must have a complete list of all present as well as past employees along with necessary information including their address, personal contact number, work experience, the number of years in the current company, etc. HR heads must update the database at regular intervals or according to circumstantial situations. For example, when a new candidate joins in, or an employee resigns; the database must be updated with such information.
Recruitment: A recruitment module will simplify the hiring procedures and make things better for the hiring entity as well as prospective candidates. Using this feature, recruiters can find the right talent for the particular vacancy. From internal form-filling to online tracking of applicants; this dynamic component provides a complete solution. Organizations can also develop a “talent pool” to enhance their reach to the most appropriate candidates and bring them into the designated profile.
Onboarding: After recruiting, it comes to onboarding, i.e. introducing the new joinee to the organization or some significant departments, specific to his/her designation. Having an onboarding feature helps the HR to take the new staff through the organization and arrange inductions; all in just a few clicks. New recruits can also use this module to introduce themselves to the enterprise or concerned departments. Some other duties like providing appropriate access, developing user accounts and security credentials can also be performed with this application.
Attendance and Leaves: After a candidate comes on board and becomes a staff, the HR team then looks into attendance and leaves, which determines the Payrolls. With the help of an attendance and leave module, the HR manager can keep a real-time track of employee hours, including the entry and exit time as well as system login. Concurrently, they can also keep an eye on approved, unapproved and approval pending leaves. Thus, they can maintain an automated record of attendance and leaves of all employees.
Payroll: Attendances and leaves determine the payroll and conventional payment processes are tedious, time-consuming and require substantial paperwork. To ease this, the data that gets generated from the attendance and leave modules can be used for processing payrolls. The best way to use this software is by integrating it with attendance and leave software, thus fetching system-generated entry and exit time along with the number of days employees are present in the organization. Together with attendance and leave software, the payroll module maximizes the potential of HR Managers and enables them to invest their productivity in other work areas.
Performance Management: While working in an enterprise, employees undergo an appraisal procedure, where they are reviewed by their reporting officer and the management. Thus, monitoring and managing job performance become crucial to every business. 79% of executives rate redesign of performance management software and practices to incorporate elements like continuous feedback, goal-setting, and employee-driven communication - Source. A performance management feature enables simple and easy tracking of employee performance, over a period. Such software comes with numerous tools through which business heads can set targets for employees and track their progress towards achieving the pre-determined objectives and give them scores. In this manner, they can maintain a live status of competency and capabilities of workers and review their overall performance, from time to time.
Talent Management: To boost productivity and encourage employees to meet their goals, having a talent management feature is crucial. The innovative module in the HR software helps organizational leaders to identify specialized skills and proficiencies of employees and assign them to suitable job roles. Talent management modules can also be synced with performance management to get a complete understanding of the expertise of an employee.
Training and Development: Training, learning, and development are a part of work schedule. Based on employee performance analysis, companies can use the learning and development module to plan staff training sessions. Through this dynamic feature, employees can access learning materials and training courses; thereby improving their professional knowledge. This procedure can further continue to real-time evaluation and feedback, by the reporting heads.
Employee Engagement: Spending 8-9 hours a day requires some bonhomie and with the most innovative employee engagement module, which is the intranet; employees can stay connected and enhance their professional bonding. From the trainees to the CEO, each employee can access the intranet and enjoy its features. The HR department can add, update or modify data within the intranet and make it accessible to everyone, across the company. This module also allows HR to shed off their responsibility of conducting offline activities for employee engagement.
HR Analytics: Just like other business divisions, the HR also plays a significant role in determining the management strategies of an organization. HR analytics is a standard module that generates human resource metrics and benchmarking data which further helps the HR team to present useful insights for framing the business strategy of a firm. It is a purposeful feature to the HR department and helps the top management to strategize their plans, according to HR inputs.
Top Common Features of HR Software
Automated time-off solutions and response management for better and effective task handling.
On-demand access to self-service of employee requests with reference to various aspects of integrated management and focus on core functionalities.
Customized report generation capabilities and critical data generation strategies for effective decision-making criteria in the future business deals alike.
Creation of custom job openings and management of applicant data in bulk for better HR solutions and streamlined on-boarding facilitations.
Greater insight into HR analytics through the creation of various functional categories as per the departmental needs.
Built-in email direction and bulk mail and SMS generation for better streamlining of organizational processes and the corresponding employees involved in them.
Easy and effective employee filters for greater abstraction views and features.
Fully equipped HR dashboard for the handling of various tasks and improving the overall productivity of the organization in general.
Preparation of highly functional and visual representation of the organizational workflow strategies and mapping of critical data.
The fact that technology has changed the way organizations operate doesn’t need to be emphasised separately. HR Management Software is one such example whose implementation and utilization has automated the basic HR activities, combining the numerous HR activities like Recruitment, Onboarding, Tracking attendance and leaves, Benefits Administration, Payrolls etc. into a manageable and easy to access system. The data that the HRIS Software systems hold can be can be easily analysed to help make business decisions for employee training, performance, retention etc. – the benefits are numerous. If applied well, HR solutions can bring several advantages to the company. Let us look at some of those.
Increased the productivity and efficiency of the HR department: Use of appropriate software tools can reduce the 40% of the time spent by HR personnel as well as the cost involved in various activities, by reducing the need for paperwork and streamlining the process. Updating information becomes automated with instant reminders and notifications about compliance and productivity.
Reduced Errors:Paper-based methods are not completely infallible and even one misplaced decimal point cancause several financial and legal complications. HRM software can reduce the occurrence of such errors by automating most of the processes and keep everything working properly.
Evaluation of Metrics:Business information must be constantly reviewed and strategies must be upgraded basis the internal operation and the market. The metrics evaluation tools in HR software systems allow for the accurate monitoring and issues, turnover rates and costs which help design optimized business strategies with the help of data analytics and reporting.
Conquer Geographical barriers:For large companies with a global footprint, HR systems enable global communication and establish uniformity in processes. It helps in the standardization of systems leading to better consistency across geographies.
Increased Performance Management:These systems help keep track of skills and performance of the employees and help in the decision making for new training and skill development that can be given to the employees based on their current standing and the company’s needs. It helps managers evaluate the performance, provide regular feedback and advice. Human capital is better utilised with all the information available in one space – HR professionals too can devote their time to better endeavours that will benefit the organization.
HR Systems have made human resource management and operations much easier and efficient. Their prime areas of utilization are:
Core HR: These include the software systems that can be utilised to oversee personnel tracking, payroll and benefits administration. These systems can efficiently control leaves, paid time offs, insurance policies, health care programs, retirement plans bonus information, etc. They store sensitive employee information and help supervisors handle day-to-day administrative tasks effortlessly.
Workforce Management:These kinds of software allow for scheduling and tracking of the employees, especially when the operations are divided into shifts. It helps record the time employees spend on the job. This kind of software can also be integrated with payroll systems. It helps managers keep track of missed or accomplished goals and insufficiencies in staffing levels.
Strategic HR:Strategic HR software is quintessential for the growth of the company. These software work to attract and develop talent by providing comprehensive management services. These include Applicant Tracking Systems, Learning Management Systems and Background Verification Systems. It improves employee satisfaction and helps in better retention.
Now that we understand the broad categories of Human resource software, let us now look at the specific types of HRM software that fall under these categories and how they are utilised.
Human Resource is an important department for any business. As the people are one of the most important assets of any business, a good HR Software becomes very necessary. HRM software is categorized into three major types.
Talent Management System
Learning Management System
Let’s look at the importance of all three in detail:
1. HR Administration:
Performance of a business highly depends upon the efficiency of the employees. It’s wisely advised to appreciate employees who make efficient use of their working hours. On the other hand, it is also necessary to guide and motivate employees who can not use their working hours efficiently.
To find out the number of hours invested by an employee, a business needs a good HR administration software. HR administration will keep track of employees time and attendance with exact details.
There are various ways an employee can punch attendance:
Time and attendance are a necessary part of HR administration, hence a good HRMS software must perform this task without any miss. Below is an example how time and attendance is recorded:
Based on the attendance of the employee, his salary slip is designed, hence the HR software will also calculate the salary based on the total time. Other factors like basic salary, number of working days, paid leaves, unpaid leaves, allowances, deductions are also considered at the end of the month. After considering all these factors, the final salary slip is designed.
Apart from recording attendance, HRM software must have a provision for leave management. In an HR system, employees can request leaves and get approvals from the manager. He can also decide the type of leave - paid leave, unpaid leave, on-field trip etc.
This module also consists employee personal details, admin panel, notice board, task management etc.
2. Talent Management System:
As we know, employees are the real gold coins of any organization. It’s the great minds who lift your business. Finding perfect employees who can fit into your company culture and right designation, is tough. Talent management software is the right spot for you to jump upon. These software are also referred as Applicant Tracking System. According to a research, every job attracts more than 250 jobs through various channels. And there are lots of vacancies open at the same time in a company. If we consider this data is correct, there will be tons of resumes attracted by the company. It gets extremely tough for an HR employee to sort out the right candidates.
Applicant tracking system filters the relevant resumes from the pile, and help an HR to find the right candidates.
ATS allows you to connect itself to your website page. So, when an applicant fills data on the website, it directly fetches the details. You can also connect applicant tracking software with various social media channels like Facebook, Twitter or LinkedIn so that people from across the globe can see that you’re hiring!
After collecting all the details from the applicant, you can filter the resumes with keywords.
Suppose, You have posted a vacancy for a “Digital Marketing Manager”. But, that doesn’t mean people who have applied belong to that genre. You can apply keywords like “Digital Marketing” or “SEO” in the field of designation. Also, if you are looking for an experienced candidate, you can filter them by the number of years of experience.
ATS becomes very necessary software for HR and hiring committee when the hiring process is on a constant basis.
3. Learning Management System:
Learning Management System is a type of HR software as well. When employees want to learn new things, they look for resources from every corner. It has always been advised to a business to let their employees grow. A majority of the companies help their employees to learn more, and they encourage their employees to keep the attitude of learning also. Many firms allow their employees for further studies. Because, when your employees grow, you as a business, will also grow.
Learning management system provides employees with the learning materials regarding their field of interest. The system identifies your designation and skills and asks you about your areas of interest. According to your interest, it will provide you all the learning material.
An employee is working as an SEO executive, but he wishes to learn in other areas of Digital Marketing as well. He can simply ask for learning materials of digital marketing. He can also put a request for a further training. The Manager has to decide whether to provide him with the training or not.
It is always beneficial for the company to let their employees grow. Because when they grow, you grow for sure.
We have cover a wide range of employee size and functional requirements serving various purposes such as:
Business Intelligence:These tools provide analytical capabilities with advanced reporting suites using sophisticated algorithms for succession planning etc.
Compensation and Benefits Planning: Benefits like insurance, paid time offs and compensation programs like bonuses, incentives and salaries can be automated into a larger HR Information System.
Payroll: The entire process of payroll management starting from payrolls, regulations, taxes and deductions can be easily administered without complications and errors using payroll management systems.
Applicant Tracking Systems:Applicant tracking systems make it easier to attract applicants, even from across locations. They can effectively keep track of their application statuses, screen resumes, keep test scores etc.
On-boarding: HR solutions have made onboarding much easier for Human resource personnel and more pleasant for new hires. It takes the new hires through the company culture and policies briefing them about the brand. Training of the new recruits and inculcating company culture become very efficient.
Attendance Management: They can pull data from magnetic strip cards for logging employee attendance and also track hours spent on the job. They can also track attendance through handwritten time cards or track work hours through PC based time clocks which gives accurate worked hours and helps maintain leave records.
Performance Management: This kind of software helps in tracking and measuring employee performance and administration of rewards and recognition programs. It offers tools for 360-degree feedbacks which can improve the performance of the organization across levels. It helps employees set goals and track them. Managers can monitor the performance of their teams through the software which becomes very useful during appraisals. Appraisals too can be automated using such systems.
Learning and Development: Several HR software come integrated with training and learning suites. Companies can develop their own training material customised to the business goals. These software can deliver training directly to employees, conduct assessments, award certifications all of which can be easily tracked by the managers.
Employee Engagement: Surveys for employee satisfaction can be easily conducted using HRMS software which helps design retention strategies. They can also maintain health and wellness programs.
Enterprise Resource Planning:HR management software retains records, automate processes, and also link various functions across departments and locations. This allows for streamlined sharing of data across the organization which can be useful for efficient resource management.
Many companies have already implemented and utilised the various benefits that the different suites in HRIS Software have to offer. Not only does it save time and cost, it has also helped companies perform better and upgrade in order to excel in the market.
Case Study - SaludCare India Pvt. Lmt.
SaludCare is one of the trusted pharmaceutical brands of India, manufacturing 100+ products in 7 states of India. Salud has a wide staff of 450+ employees spread across various branches in India.
SaludCare was looking for a good HR software to handle its heavy staff, as they had a few bad experiences in this matter. SoftwareSuggest, after understanding the employee strength and requirements of Salud, suggested Keka.
Keka is an HR software with modules like:
Feedback and goal management
Applicant tracking system
As we mentioned, Salud has a large number of employees, so the employee management and Payroll management was basic. As a pharma business, they are continuously looking for Medical Representatives who can promote their products. Hence, applicant tracking solution was also a good choice for them. For a business like this, employee goals and targets should be well managed, so the feedback and goal management was an exact choice.
In a nutshell, Salud got the perfect solution with the little help of SoftwareSuggest.
First logical steps before investing in a SaaS-based HR software is - Do not follow anyone!
Generally, companies follow what other companies are choosing. But, you don’t know about their requirements, needs and goals. If you select a Saas HR before narrowing down your own requirements, you will regret buying that product, and eventually, you will drop it.
Second things to do is - Narrow down your needs. Consider your current situations. But, don’t forget to consider your future goals. Suppose, you’re planning to hire a lot of employees in various departments, but you’re buying an HR system based on your current employee strength. That won’t be a wise decision.
Third thing is - Doing research and narrowing down right products. After completing your research in this direction, you will have a list of software that fits your needs. Go through the list, make sure they are suitable for your budget. It won’t be a wise decision if you spend too much on your HR system.
Forth is to - Take free trials of the selected HR software. You never know, the software that is expected to be a great one, comes out a total nightmare! You might want to look at the software before permanently applying it to your business. Taking trials of the software will help you a lot in terms of usability. You can figure out by asking yourself these questions: Is it easy enough to use? Would employees be comfortable using it? How many issues did I face while using it? Does the software perform well in the most important areas? How many extra benefits does this software provide apart from handling HR? Is it worth the money?
Fifth is to - Check the support. Using a software is one thing, but the real scene is when something’s wrong. Because that’s when you realize how is the company support system. Make sure the support of the software is strong enough to solve your issues.
Sixth is to - choose the product. After going through this process, choose the product. But, with the right package. Software are generally in monthly or annually packages. Choose the right package according to your need, as every package differs in providing features.
Choosing an HR system by following someone won’t give you desired results. So, choose wisely!
The implementation of the HR software is not an easy task, and hence the implementation of the software in your business should not be taken lightly. Various Pros and Cons are associated with any technological update and same is the case with HRMS software. Below are some crucial factors which you should keep in mind while implementing an HR Solutions in your Organization because these factors can actually make or break the whole objective of the implementation.
Possibility of Identity Theft
There is a minor possibility of potential ambiguity, misrepresentation of facts or ‘identity thefts’ as one may call it. For example, There is a possibility that a ‘fake’ candidate may make it to the top without actually possessing the right skills for the particular profile.
Some technical glitches may arise during the deployment process of the software. There are chances that the software is not likely to be in compliance with the corresponding third party services installed in the system.
Security Issues Even though most of the HRIS software are highly secure, those that are not Certified cannot be trusted as far as Data Privacy and Security is concerned. The implementation of low-quality HRMS Software makes the whole data including candidate applications vulnerable to hacking and other forms of cyber attacks.
Conferences of HR associations, organizations, and societies for the purpose of HR development.
The 22nd Annual Advanced Employment Issues Symposium (AEIS)
Attendees will network with top experts and notable employment law attorneys as they walk you through breaking regulatory developments and changes to your compliance obligations so you can update your policies and procedures within the law. November 15-17, 2017 | Paris Las Vegas Hotel.
AHRD 2017 International Conference in The Americas
Academy of Human Resource Development June 7-9, 2017 Universidade Europeia | Lisbon Portugal
American Management Association (AMA)
The 53rd Annual ASHHRA Conference & Exposition, Seattle, WA, Sept. 16-19, 2017, offers education, networking and professional development for professionals in healthcare HR. This conference can also be submitted for CEUs toward PHR, SPHR and SPHR-CA credits.
HR Software is highly inclusive and definitive of various HR processes and management techniques. It also provides for effective automation strategies for the business organization on the whole. Integration of effective HR Management Software in your business will provide for greater elevation of business levels and also enables greater streamlining solutions for any sort of organizational workflows. However, one should keep in mind that these software are not intended as a universal solution for all types of businesses and it is highly recommended that the user exercises his necessary discretion while selecting and implementing the correct software as per his/her business requirements, thereby ensuring better financial standards on the whole!!